Resume "in reserve"

Article #6: Resume "in reserve"

Though the situation on a labor market has changed and conditions are dictated nowadays by the employer, deficiency on a number of job vacancies which are strategically significant for the company is still remained.

It would seem what the logistician has in common with the specialist on the personnel? One manages traffic streams, and the second - human. Loads concentrate in warehouses, but people? Some of them don't even guess that information about their "labor way" are stored in a databank of the company or recruiting agency and can be at any time derived and submitted for consideration to the potential employer. And though crisis compelled to suspend a recruitment of new employees and promotion of old, specialists on staff, not in time yet to forget painful of "personnel hunger", finally got the opportunity to choose and save resume "in reserve". They do it in hope that one fine day the company again will begin to grow and develop, and their work will be not wasted.

On a bench of the spare.

While the situation on the labor market has changed, and now the conditions are dictated by the employer, deficit on a number of job positions that are strategically important for the company is still preserved. For them also it is necessary to form a personnel reserve. These are those "key staff" on which the success in achievement of the business purposes depends. Even if these positions are closed, losses from hasty departure of such specialists will be rather high.

However today, being engaged in identification of "spare stars", to be excessively fond of improvement of their professional skills experts nevertheless don't recommend. During the action crisis, connected with active development, it is possible either to minimize, or to postpone until the best times. If now you actively are engaged in reserve development, you will need to create opportunity for realization by them of the gained knowledge and capabilities. Otherwise, it may happen that enthusiasm of your reserve staff will "burn out". As a result, he will either look for another employer for self-realization, or it will serve as a demotivating factor and will affect level of its labor productivity. It is better to involve budding staff to discuss production problems in the working groups; or to introduce the final project as the tool of an assessment of quality of training with the subsequent possibility of realization. Besides, such approach doesn't assume essential expenses - that is especially important during the crisis. After all expensive training of "spare" employees was traditionally main item of expenditure (not less than 70%) during the work with a personnel reserve.

Also one of obvious risks is reaction of employees working in the company on "backup workers". Often heads of various levels have fear for the place in the company (for their competence); after all more professional candidates are trained for replacement of a position held by them. It can sometimes escalate even into open sabotage of reserve managers' work.

At the same time, there are different approaches to dealing with internal personnel reserve of the company. You can work with a reserve "behind the scenes", closed, discussing in "a narrow circle" results of development of employees and their advance. Or you can do it openly. And it is better to explain the nowadays staff that there is no danger for them.

However, during the crisis experts recommend to look more attentively at opportunities and abilities of employees who are working now in the company in order to engage their development. And now to direct all energy on formation not internal, but an external reserves. Even in spite of the fact that among HR-managers contend that people looking for a job nowadays are incompetent and nothing outstanding employees. Actually many companies in a panic dismissed without analysis, and now on a labor market there are many qualified and skilled experts. Then these people already will be "like hot cakes".

Temporarily overboard.

Traditionally, the personnel reserve always was understood as a certain internal resource which can be used for replacement of this or that vacant post, most management. When deficiency on a labor market was especially notable, recruiters have become engaged in formation of personnel reserve of external candidates who, for whatever reason, at this stage didn't conform to requirements. So concept of "external personnel reserve" arose.

In fact, the external personnel reserve represents a database which stores information about the candidates who could interest the company on condition of existence of suitable vacancies. But opportunity at any time to call for work of the necessary people hides difficulties which can make this picture less rosy. From twenty summaries in two years it will be possible to find coordinates about 12-15 people. From them only three or four will agree to come to a meeting to listen to the offer. Those who refused to come to interview will be able to recommend one-two more candidates. All this procedure, including searches of outdated contacts, phone calls and interviews, will take at least 25 hours of work without guarantee of positive result.

At the same time the most grateful "backup" people were and stay university students who can be involved from time to time in carrying-out of simple instructions. Their main plus: while studying they are not actively looking for a work.

As well as when forming an internal personnel reserve, there are various approaches to dealing with external reserve. The "closed" scheme of work assumes simple collecting and processing the CV of the candidates potentially interesting company; and "open" - occurs when interviews are held for the future and the candidates give their consent to include them in the personnel reserve of the company. Thus most often (and it is confirmed with expediency of such approaches) the small companies working in narrow segments of the market resort to the first scheme. And to the second - large distribution networks and the companies working in the sphere of public catering, interested in attracting the largest possible number of potential candidates.

Author: Job-less.info - Find the right job for you
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